How does a business make the most of its investment into developing its people?

There are a bunch of ways – here are a few thoughts to get you cranking:

+ Be certain that the development solution is fit for purpose – will it really lead to the outcomes you’re after?
+ Determine your measure for success – how will you know that change has occurred?
+ Name the clear purpose and intended outcomes for any development or training:
– Link team and/or individual goals to the programme.
– Explain how you expect the development to influence organisational outcomes.
– Be explicit about your expectations – what needs to be different in people’s work and outputs after the learning experience.
+ Outline how you will follow up with each participant after any training or development experience.
+ As the leader, participate and show that you’re not above learning something new or getting a refresher to check you’re still on form.
+ Measure outcomes of development, reflect on what you’ve measured and take action – either to build on the positives or to address any outcomes that were below par.

Billions are spent on workplace development every year around the globe.

How do you think a business can make the most of its development investment?